The Rate for the 21-24 Age Bracket Will Rise to 6.95 Per Hour from 6.70

LIVING WAGE APRIL 2016

If you have employees aged over 25 then by the time you read this you should be paying the new living wage of £7.20.

Minimum Wage October 2016

The rate for the 21-24 age bracket will rise to £6.95 per hour from £6.70.

Those aged 18 to 20 will see the minimum wage grow by 4.7 per cent to £5.55 an hour (currently £5.30)

For 16-17 year olds it will reach £4 an hour, up from £3.87 today.

The rate for apprentices will riser 10 p per hour to £3.40

Other Changes

A couple of Government changes effective from February 2016:

A week's pay - £479 (currently £475) ----this is relevant for higher earners—it’s the cap on a weeks’ pay for example for redundancy pay.

Maximum compensatory award at Employment Tribunal - £78,962 (currently £78,335) ----payments at this ceiling or even near it are pretty rare.

Tax Free Termination Payments

This isn’t going to affect a lot of readers but in the budget it was announced that from 2018, employees termination payments (e.g settlement agreements, redundancy pay over £30,000 will be subject to employer's national insurance contributions (under £30,000 is currently free of tax).

Carry Over of Annual Leave

We used to see in contracts sentences effectively saying “use it or lose it”. We know staff on holiday who fall sick can swap holidays for sickness and there have been a variety of cases outlining circumstances when holiday entitlement would be carried over e.g long term sickness, maternity—but for how long?

The guidance is that an employee can carry over holidays over a number of years and they are only lost if they are not taken within

“18 months of the end of the leave year when the leave was accumulated”

But remember employers can still restrict the carry over to the European minimum of 4 weeks rather than the UK minimum of 5.6 weeks.

THE TRADE UNION REP

In reality, outside of the Public Sector, trade union membership is uncommon.

But that doesn’t mean it doesn’t exist and legally employees are entitled to be represented a t a disciplinary hearing or grievance by a fellow worker, a trade union representative, or an official employed by a trade union.Of course in your procedure you are free toadd to the list eg family member, friend or even “anyone”, it doesn’t matter if you recognise trade unions or not.

Clients often hit the panic button when a trade union representative appears.This is understandable but they are not magicians. They might be aggressive, they will certainly pick you up if you haven’t followed the disciplinary process.

But, at the end of the day if there has been a thorough investigation then the facts are the facts and there should be no surprises.

Congratulations

A salon client “Utopia” was awarded “Employer of the Year” 2016 at Professional Beauty Awards on Sunday.

References Duty of Care

Many employers are reluctant to put critical comments in references which is a shame.

The only danger is in being subjective or making comments based on third hand knowledge.

But a recent case does give us a reminder to be careful:

An inaccurate reference can give rise to a damages claim if it leads to an ex-employee being dismissed by a new employer or a job offer being withdrawn.

In this case, the claimant was disabled. She had been promoted, and received positive appraisals, but her employment had been terminated after several sickness absences under a settlement agreement which included an agreed reference.

Having provided the agreed written reference, her former line manager confirmed in a telephone conversation that she had had significant time off work. The line manager indicated she would not recommend the employee for that job.

The job offer was withdrawn and she brought claims against both her former and prospective employers for disability discrimination.

She won her case against both her former and prospective employer.

Employee Charged/Arrested By the Police

Offences outside of work are always difficult for employers. Arrested doesn’t mean they are guilty and neither does being charged.

A typical question is does the offence impact on the individuals ability to do the job? Or is it possible for the employer to investigate themselves without treading on the toes of the Police?

Let’s look at a case, a care worker has been employed by 3 years without a problem but he tells you he has been arrested and charged with assaulting his wife.

It is likely the case won’t reach court for several months, you worry about the assault as your clients are vulnerable?

Of course you can suspend him but it’s very expensive, as suspension is on full pay.You would probably interview him and get a picture ofwhat happened and reach a view,if he is a risk or if you think the charge impacts on his ability to do the job.

You might decide it does and investigate and take disciplinary action.

You might decide to make sure he doesn’t work alone with residents pending the trial.

You might decide there seems to be an explanation and allow him to work but make it clear you will review the decision if he is convicted.

Employed or Self Employed?

I came across the following check list that I thought would be of general interest----it describes features of a self employed contractor

• The business or enterprise of the Contractor should be independent of, and separate to, that of the business and
• maintain its own books and accounting records;
• be responsible for its own taxation affairs, health and safety procedures;
• attend to its own insurance requirements, including public liability insurance;
• be capable of suffering losses (negative profit) as well as enjoying profits;
• have complete freedom to establish its own price structure and times of opening (including closure for holidays);
• purchase consumables and products from any source, and sell any product range;
• be able to compete openly for clients both inside and outside the salon, and to accept or reject clients at will;
• be free to appoint locum tenens as the need arises;
• be free of restrictions about the sale, disposal or relocation of the business;
• display a notice giving the name of the Contractor and address at which documents may be served as required by Section 4 of the Business Names Act 1985;
• respond to actions brought against it by third parties;
• have its own stationary for business letters, written orders, invoices and receipts.

The Crystal Ball

Holiday pay already includes additional hours and average commission---what can be next? This is my guess in the dark but I wonder about tips? The long awaited appeal regarding commission has been and gone and nobody was surprised at the finding that some workers who rely on commission and overtime lose a significant amount of money when they take the annual leave they are entitled to receive their normal pay, including their regular commission, for periods of annual leave.”

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